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Can you summarize DCCO Title 32, Chapter 13, SubChapter I?
Wages and Workplace Fraud. > Payment and Collection of Wages.
Short Summary
This legal document, part of the Code of the District of Columbia, governs the Payment and Collection of Wages. It applies to various entities employing individuals in the District of Columbia, with exemptions for certain government entities and employers subject to the Railway Labor Act. The document specifies the payment requirements for discharged employees, employees who quit or resign, and employees affected by work suspension due to labor disputes. Failure to comply with the payment requirements may result in the employer being liable for liquidated damages or treble the unpaid wages. The document also addresses the unconditional payment of wages conceded to be due and prohibits private agreements that contravene the provisions of the chapter. The Mayor is responsible for enforcing and administering the provisions of this chapter, and the Attorney General can bring civil actions against violators. The document also establishes the Wage Theft Prevention Fund to enforce labor laws and allows individuals aggrieved by violations to bring civil actions. It outlines the process for filing complaints, investigating them, and issuing administrative orders for relief. The document also covers retaliation protections, delegation of functions by the Mayor, and the issuance of rules to implement the provisions of the chapter.
Whom does it apply to?
Every individual, partnership, firm, general contractor, subcontractor, association, corporation, legal representative, receiver, trustee, or successor employing any person in the District of Columbia
What does it govern?
Payment and Collection of Wages
What are exemptions?
Government of the United States, government of the District of Columbia, agencies of either government, employers subject to the Railway Labor Act
What are the Penalties?
Liquidated damages or treble the unpaid wages for failure to pay wages as required; fines ranging from $2,500 to $10,000 per affected employee for non-compliance; administrative penalties starting from $50 per employee or person for each day of violation
Jurisdiction
Washington, D.C.